To: Dr. Brian Perryman
From: Cari Woelich
Date: September 28, 2014
Subject: Employee Benefits at HealthCo
1. How would you conduct a diagnosis of the situation at HealthCo?
One of the first things I would do to diagnose the situation at HealthCo is to administer a company wide survey. Cummings & Worley (2008) stated that a survey was administered to female employees by an outside research firm. While I appreciate that a survey was completed, it did not get the feelings from the entire organization. Based upon the survey outcome, I would then create working groups from a variety of departments to discuss the issues further. Conversations regarding flexible schedules, benefits, and other issues would be discussed. Another area that needs to be focused on to help identify specific work-life issues by the employees are information regarding their age, gender, family status, life stage, and specific jobs. …show more content…
There are four career stages, each stage equipped with their own challenges and needs. Cummings and Worley (2008) identify these stages as: 1. The establishment stage (ages 21-26), which is where people are dependent of others and are unsure about their future and career ability. 2. The advancement stage (ages 26-40), which consists of employees being more independent in their careers and are looking forward to advancing. 3. The maintenance stage (ages 40-60), which consist of employees slowing down and holding onto their career. 4. The withdrawal stage (age 60 and above), which consists of employees leaving their career, and transiting into retirement (p. 454). Looking at ways to help incorporate benefits into all departments will be crucial in developing
From: Cari Woelich
Date: September 28, 2014
Subject: Employee Benefits at HealthCo
1. How would you conduct a diagnosis of the situation at HealthCo?
One of the first things I would do to diagnose the situation at HealthCo is to administer a company wide survey. Cummings & Worley (2008) stated that a survey was administered to female employees by an outside research firm. While I appreciate that a survey was completed, it did not get the feelings from the entire organization. Based upon the survey outcome, I would then create working groups from a variety of departments to discuss the issues further. Conversations regarding flexible schedules, benefits, and other issues would be discussed. Another area that needs to be focused on to help identify specific work-life issues by the employees are information regarding their age, gender, family status, life stage, and specific jobs. …show more content…
There are four career stages, each stage equipped with their own challenges and needs. Cummings and Worley (2008) identify these stages as: 1. The establishment stage (ages 21-26), which is where people are dependent of others and are unsure about their future and career ability. 2. The advancement stage (ages 26-40), which consists of employees being more independent in their careers and are looking forward to advancing. 3. The maintenance stage (ages 40-60), which consist of employees slowing down and holding onto their career. 4. The withdrawal stage (age 60 and above), which consists of employees leaving their career, and transiting into retirement (p. 454). Looking at ways to help incorporate benefits into all departments will be crucial in developing